Vritaanta Volume 4 Issue 2 August 2017

Pedagogy
17
great tool in answering these questions.
BIG DATA IN HR
The results of the study and available
data, we have seen the considerable
scope of Big Data analysis in all
areas and particularly in HR. He plays
the role of oil that will fuel our economy
in the future and analyzing data
coming tools are needed to use the
power of the oil. But to analyze data
and use the potential of Big Data, we
need people with the skills to use
these tools to turn those hidden insight
into relevant information.
When the right people with the right
skill analyze Big Data at the right
time then the actual value big data
will flow. Big data or data analysts
i.e. people with skills analysis to exploit
the data becomes very valuable
and rare, which is why data Scientist
jobs are now considered the "Most
Wanted jobs" by many researchers.
If companies do not appoint these
people, they lack behind in time and
the information economy. According
to the report SAS (2016), it is nearly
10 times to increase the Big Data
2010-2016 staff with an average increase
of 212%. During the last year
41% increase in Big Data task unlike
IT with 9% and / Personal business
intelligence data warehouse only
6%. Big personal data already earning
a salary, which is higher than the
IT staff. With the increase in the
amount of big data, SAS has
planned 160% increase in demand
from 2013 to 2020 specialist Big Data
Big adding 346,000 jobs data. The
scope of human resources in the area
of Big Data analysis is shown in
the following figure. Due to large
volumes of data, companies like
Google and Juniper Networks were
able to hire their outstanding employees.
Although relying on data
mining cannot be the best way to
find the best candidate, combining
big data with people who know how
to analyze what works wonders for
businesses. With the growth of big
data analytics, human resources services
will evolve as well, creating
more opportunities for more skilled
HR representatives. If there were no
major data, the majority of hires
made by HR would be based on the
interview and the resume, but now
large data combined with the people
who know how to analyze it is the
main method hiring in HR.
SO WHAT IS ANALYTICS IN
HR?
Human Resource analytics is the
application of advanced
information
mining and business analytics
methods to HR information.
Basically, it is making sense of the
what, when, why, how and where of
various functions of HR such as recruitment,
retention, training, performance
measure and employee
engagement. HR Analytics, otherwise
called Talent Analytics, People
Analytics or Workforce Analytics,
empowers the HR Manager to go far
beyond his/her gut-feel and helps
her to take choices in light of the
information present in front.
Introduction of data analytics to the
Human Resources Line of Business
(HRLOB) will require a certain set of
personnel with a specific skill set
that has not been a part of the HR
function, in a traditional sense.
Human Resource Analytics is a key
to solving many of the problems we
identify in Human resource management:
engagement, leadership,
learning, and recruitment. In the
coming years, organizations that
excel in talent and HR analytics will
be in a better position to outcompete
and outperform their competitors.
It would be really difficult
for organizations to get traction if
they don’t start off with substantial
investments in the initial stage. Going
ahead, as analytics in HR takes
hold, data-driven decisions in HR
functions will be a common line of
process. The investments by organizations
should be aggressive in this
new area, connect to all the other
areas of business, and train their
teams to bring data to work in every
major people-related decision.
“Human Resource
analytics is the
application of advanced
information
mining and business
analytics methods to
HR information”
Dr. Deepika Pandita is an Assistant Professor
at SIBM Pune. Her qualifications include
Ph.D. (Management), UGC-NET,
MMS (HR), and M.Com. Her academic areas
of interest are Human Resource Management,
Talent Management, Organisational
Behavior, Training & Development
and Psychology for HR Managers.
VRITAANTA
August 2017